text:
Ya! The Time Has Come for Latinos to Claim Our Place in American Society
by Andrés T. Tapia —
(This article was originally published on LatinPost.com http://www.latinpost.com/articles/21389/20140915/ya-time-come-latinos-claim-place-american-society.htm)
It's up to us to have our power match our numbers
Power-cito, my Spanglish word for power-with-a-lowercase-p, is the Achilles heel of the surging Latino narrative. Despite our supersized growth, we have too much evidence that our power in many areas of society does not match our numbers.
As we joyfully celebrate and share our Latino roots during this year's Hispanic Heritage Month, let's also challenge ourselves to step it up and make our presence known and felt. Because when it comes to executive and senior leadership positions, political representation, and a marketplace that knows and meets our needs, we are not yet fully accounted for.
In leadership, according to the Hispanic Association on Corporate Responsibility, among the 1,200 executive and director positions available in its 2009 Corporate Inclusion Index, Hispanics held only 61 of those positions. That's 7.9 percent. In 2013, it went down to 7.3 percent. Additionally, only 18 percent of Latinos work in management, professional, or similarly related positions.
Politically, we Latinos do not vote in numbers that the size of our population would suggest. In Arizona, for example, Latinos make up about 31 percent of the state's population. Two-thirds (67 percent) of this population is native born, with a median age of 25 and a 57 percent home-ownership rate. These are the indicators of a potentially influential, voting-eligible population. Yet, many Latinos believe recent Arizona immigration legislation is detrimental to their community.
In the marketplace, there are still too few choices for products and services that cater to the needs, wants, and aspirations of the broad diversity within the Latino community — from the Spanish-dominant first generation Latino immigrant to the fourth generation Spanglish professional to the affluent MBA on the executive track.
The headwinds are both external as well as within ourselves. We must be vigilant about any discrimination and rally our allies in squelching it. A 2013 Harris Interactive poll found that over 75 percent of Latinos feel people with their background are discriminated against in the form of not being hired or promoted for a job and being called names or insulted.
But we ourselves also get in our own way as we seek to rise to the top. For example, many of the highly energized Latino advocacy organizations have a reputation for not being collaborative, and instead being highly competitive with one another. National origins and territoriality get in the way. A zero-sum game mindset feeds this.
We therefore have a splintering of advocacy groups — many doing insightful, passionate, committed work, but not in a coordinated, scalable way. But this splintering is what contributes to Latinos not displaying strength commensurate with our numbers.
It's Up To Us
But it's time we stop looking to others to hand us the power. We need to, and can, rise up to meet it. For us as individuals, it depends on our own ability and willingness to speak up for ourselves and being able to take the more calculated risks required of leaders. And collectively it's about finding ways to minimize the differences within our own Latino ranks and being able to leverage the many things we have in common to advocate more effectively for what we need and want.
Here's what we can stand on. Fifty-five million Latinos, and growing, are out there shopping, traveling, banking, studying, and raising families. The Latino purchasing power of $1.4 trillion in 2014, the fastest growing in the United States, is greater than the economies of 11 nations, including Mexico, the Netherlands, Switzerland, Sweden, and Indonesia.
And as companies struggle with growth, Latinos offer a marketer's dream target audience — young, growing, and underserved. With one-third under the age of 18 and 25 percent in their 20s and 30s, the majority of Latinos are near the peak of their spending years.
As we become homeowners, we are driving growth in the household goods industry at a time when other groups are cutting back on these purchases. The familia focus leads to purchasing for the here and now. Latinos over-index compared to other groups in the purchase of toys, BBQ grills, furniture, and eating out. This is consumerism driven by a worldview of many Latinos that what matters most is hoy (today), for who knows what mañana (tomorrow) will bring.
Even with the high unemployment tied to the Great Recession, Latinos account for 13 percent of the workforce and have a participation rate of roughly 68 percent. This is a higher workforce participation rate than among whites, African-Americans or Asians. From a numbers perspective, companies unsuccessful at sourcing, attracting, and engaging this talent pool will see their talent pipeline shrivel up.
Hispanics are tasting the fruits of entrepreneurship as well. According to a 2013 Geoscape study, Hispanic-owned business have grown to over 3 million, a 40 percent increase between 2007 and 2013, outpacing the growth rate for any other demographic group. They generated over $468 billion in revenues.
In addition, Latinos made a key difference in how the 2008 and 2012 presidential elections went. And with now both major parties deeply disappointing Latinos in one way or another, we are in a position to be more demanding about what it will take to win our votes.
So here we are. According to Pew Hispanic Research, Latinos are twenty-one percent of the millennial population. This is the precursor to all Latinos expected to be one-third of the U.S. by 2050. Latino is not a niche market; it is the market. Twenty-five million eligible voters nationwide, and over 6 million in places like California is not a side constituency, it is the margin of victory. Sixty-nine percent of Latinos going to college, the largest percentage of any ethnic group including whites, is not just a student body ratio, it is the future workforce.
We have the numbers behind us, as well as our optimism, our energy, and our ambitions. But we have to stop waiting for others to make the way for us. Se hace el camino al andar, you make your path as you walk it. Let's stop playing it safe and instead take the necessary steps to be seen as the future power brokers of how things are going to be.
We have a the rest of this month to reflect on this. From there, time to take action.
Middle Management Women Mentoring Top Management Men at Dell in Europe
The U.K.'s Observer reports that senior male workers at Dell are being mentored by less senior female colleagues in a pioneering move aimed at highlighting the problems women face in the workplace and helping them get into executive positions. Women in middle management roles have been encouraged to share their perceptions of the world of work and their daily challenges, such as making childcare arrangements, with men in top management.
"The feedback from the men was great," said Ingrid Devin, Dell's diversity manager for Europe. "They realized that they have a lot to learn about the challenges that women face in the workplace." Dell hopes more empathetic male executives will help transform the computer company into an environment where middle management women increasingly rise into top positions.
One of the Best Diversity Leaders in the Field: Take Five with Merck CDO Deborah Dagit
Back in the 1980s, managers repeatedly told Deborah Dagit, now a VP and Chief Diversity Officer at Merck, that she could neither help lead companies nor represent them due to her disability. They had no idea how wrong they were. In job after job she brought about transformative change and proved herself to be a leader. Prior to joining Merck, Deb founded and managed Bridge-to-Jobs, a job placement organization through which she placed 400 people with disabilities into permanent employment. Deb is also past chair of the Conference Board's Workforce Council on Diversity and serves on the board of the Gay Lesbian Straight Education Network. She joined Merck in 2001 where she initiated and led the Diversity Worldwide Business Strategy Team, made up of 26 executive leaders from all divisions who developed breakthrough strategies for diversity implementation. Deb and I have served together on various diversity councils and conference design committees and she is a valued friend who is a fabulous listener full of wisdom. It's one of the reasons I end up quoting her throughout my book, "The Inclusion Paradox." Recently Deb and I had dinner in Manhattan and over seafood platters she graciously agreed to follow up our conversation with a Take Five interview.
Take 1: It is commonly said that without a committed CEO, not much diversity and inclusion work can get done. Corporate diversity pioneer Ted Childs has remarked that in about three decades of diversity work, he only met three CEO's who really got what it meant to be fully committed to it: former IBM CEO Lou Gerstner; Obama's Chairman of the Joint Chiefs of Staff, Admiral Mike Mullen; and your CEO, Richard T. Clark. What is it about your CEO that stands out in helping you accomplish diversity and inclusion goals at Merck?
DD: Dick Clark does not exhort diversity and inclusion principles, he lives them. Shortly after he became CEO he designated the Dr. Martin Luther King, Jr., commemoration as an additional Merck holiday in the U.S., making it a national day of service for all employees to consider giving back to their communities. He also asked me as the diversity leader to rethink our approach to our diversity strategy and recommend ways we could enhance our programs to make them more global, customer-focused, and aligned with our business imperatives. As a result we formed 10 Global Constituency Groups, that collectively represent all dimensions of our global workforce and marketplace. These teams have delivered and begun to help implement innovative solutions for accelerating leadership development, enhancing inclusion, better addressing the needs of customers, and engaging in strategic alliances with key external stakeholders.
Dick is visible and approachable with all employees and is regularly seen in our cafeterias, hallways and offices. When conducting Employee Business Briefings he encourages candor and thanks employees who courageously ask tough questions or challenge the status quo. He regularly hosts breakfast meetings with a random sample of 30 employees at a time to give them a chance to talk about whatever is on their minds. Dick has been an engaged sponsor of our Employee Resource Groups, and comes to meetings to thank employees for their contributions to enriching our culture, help us to recruit great talent, and provide innovative solutions for our customers. Dick's leadership team is one of the most diverse of any Fortune 500 company: currently reporting to the CEO are three women, four African Americans, one Asian, one Native American, one Hispanic, and five White men. He drives accountability for diversity and inclusion through the personal objectives each of his team members has each year. For Dick, "diversity" and "inclusion" are not buzz words. They are priorities regardless of where he is at or who he is with.
Take 2: In the last few years you have been broadening your global reach as a diversity and inclusion leader. What are two important lessons you've learned about what's required for an organization to succeed when they go global?
Get very good at global inclusion practices. Building trust and making sure all voices are heard in other countries requires knowledge–knowledge of time zones, holidays, languages, and the etiquette of e-mail, telephone conversations, webcasts, and videoconferences. To have a truly global strategy and approach, you must have a global team, and with the business conditions we are currently all operating in, travel will not always be possible. So you need to become exceptional at leading globally through different media.
While it is imperative that you avoid even the perception of exporting U.S. norms and values about diversity and inclusion, I don't believe in shying away from addressing universal truths. No matter where you are in the world, some of same challenges may exist if you are LGBT, have a disability, are female, have darker skin color, are part of a faith or age demographic that is in the minority. If you succumb to believing that because you are from the U.S. you must be overly cautious in addressing these common concerns, you will fail to make progress and not be seen as a credible or useful resource to the business or the people who are struggling for and deserving of equality and respect.
Take 3: What do you believe is the greatest challenge CDOs face in terms of their own readiness to lead in a complex global and cost-managed environment?
Understanding of both the emerging trends in Human Resources practices (for example, talent management, workforce planning, market-based compensation, etc) and the business acumen in your industry segment needed to drive revenue, customer satisfaction, reputation, and investor opportunities.
Take 4: Among your many accomplishments over the years, you have led the way in addressing disability issues. What do you believe the diversity and inclusion movement needs to come to terms with at this point in order to address disability more effectively?
Decide to address disability inclusion and make it measurable like other dimensions of diversity. This is not a philanthropic issue, it is not a medical challenge, it is a social justice/civil rights need and business opportunity.Define the opportunity for your industry. Get beyond just acknowledging the buying power of consumers with disabilities. Understand the barriers to disability inclusion. If your organization is weak in sourcing candidates for the types of jobs you typically have, develop relationships with social networking sites, universities, and targeted recruitment organizations. If you lack appropriate management training, provide "just-in-time" resources at each stage of the employment lifecycle: recruiting, interviewing, accommodating, managing performance . . . Cornell University has developed a terrific approach to this that is very cost effective.
Making your business accessible to and respectful of people with disabilities needs to affect the design of your lobby, your websites, and your products and services. Avoid "motivational" speakers on disability. Rather, address this topic like other dimensions of difference – with the intent to get results in order to drive business outcomes, retain talent, enhance productivity/engagement and reflect your marketplace.
Take 5: As CDO at Merck and a popular speaker on diversity issues, you have touched many lives. How have your own particular experiences as a woman and as a person with a disability helped you make a unique contribution?
The only way I can make my life work as someone who is 4′ tall and has had mobility challenges since birth is to be hyperaware of what is going on around me. The physical environment, the people, the logistics of getting from point A to B . . . I am very attuned to everything from the height of a curb or slickness of a floor, to the nuances of facial expressions and vocal tones. As a diversity leader this has given me a rich tapestry of information and insights into the world around me, and helped me to navigate situations, people and cultures with great sensitivity and appreciation for the subtle cues. My life experiences have required that I be agile, resourceful, and good at setting others at ease and gaining their support. I know that I must always be prepared to offer focused, practical and innovative insights and ideas that are useful enough to overcome concerns that people may have, given their limited opportunities to interact with someone who looks like me. I think these are attributes that any CDO needs to function in a global multicultural business environment.
If you want to hear Deb in action, check out this speech she gave at the City Club of Cleveland.
Campbell's Soup Knows Its Business Success Rides on Women – As Consumers and Leaders
Eighty percent of Campbell Soup Company's consumers are women. So to improve their market position, the company has embedded diversity and inclusion into how it does business and manages its talent — it is hiring more women and asking them to bring their ideas to the table. Not only has this strategy led to greater sales and greater employee engagement, it has also won it public recognition. In March 2010, Campbell's was one of four companies to receive the prestigious Catalyst Award that identifies companies that have done an outstanding job in the advancement of women.
Here's the video on Campbell's "Winning in the Workplace, Winning in the Marketplace, Winning With Women" initiative that garnered them the recognition. Campbell's Chief Diversity Officer, Rosalyn O'Neale, is among the best in the field, the author of 7 Keys 2 Success: Unlocking The Passion for Diversity, and a friend and colleague. For more on Campbell's women's initiative, click here. Mmm Mmm Good.
New Thinking on Gender and Gen Y in the Workplace — Take Five with Dr. Elisabeth Kelan
Elisabeth Kelan, PhD is Assistant Professor of Management at King's College in London, where she teaches Corporate Social Responsibility and Managing Diversity and Inclusion. A leading scholar on gender and generational identity in the workplace, she is the author of the groundbreaking Performing Gender at Work (2009). Dr. Kelan's deep research on these topics lead her to differentiated insights that go beyond best practices. She spoke persuasively about Europe's glass ceiling in March at the 2010 World Diversity Leadership Summit EU held at the Austrian Ministry of Finance in Vienna. We met there, and we took five at the legendary Palmenhaus café where I asked her some pressing questions about women and Millennials in the workplace.
Take One: You write and speak about the 50/30/10 Rule which describes the seemingly unchanging representation of women in organizations: 50% at the entry level, 30% in middle management, and 10% in executive leadership. Why has it remained unchanged after one, two, and in some places, even three generations of women in the workforce, and particularly in companies that have been explicitly committed to gender diversity for many years? What keeps companies from getting to 50/50/50?
EK: The 50:30:10 rule emerged from a research study that we did with a wide variety of corporations in Europe. It seems to hold true for many organizations in the world. I think that this is an expression of the fact that most organizations committed to gender diversity have only focused on getting more women into organizations by developing flexible working practices and networks for women, rather than developing women as leaders. Our research has shown that to become a leader, three experiences are essential: undergoing executive training, leading critical business projects and working abroad. Yet few organizations offer women these critical experiences.
Take Two: Women face multiple dilemmas when it comes to how their managerial and leadership performance is evaluated in the corporation. What are these dilemmas and some of the best antidotes to address them?
My research has shown that most organizations have a dormant stereotype of an 'ideal worker' who is able bodied, white and male. Everybody who does not fit into that template is, implicitly, not seen as the ideal worker who can fill important roles in management and leadership. To overcome dormant stereotypes that unconsciously shape behavior, it is important to expose them. This allows us to develop practices to broaden our biases and develop more inclusive ideal workers.
Take Three: When it comes to gender issues in the workplace, the focus has been almost exclusively on women: what additional support they need and how they can connect with other women in the organization. But what about men? What is their responsibility for improving the gender dynamic in the workplace?
Most organizations follow a fix-the-women approach. It is all about fitting women into models that were designed with men in mind rather than questioning the masculine nature of corporate culture. Although related to the problem of numerical domination by men, this masculine nature of corporate culture is a distinct issue.
It is vital to include men in the conversation about gender roles. After all, they affect men as well as women. Men are still expected to be the breadwinners and to conform to gender stereotypes at work which restrict their identities and behavior. It is often assumed that men have a lot to lose from gender equality, i.e. the loss of power and status. However I think the opposite is true. Men have a lot of freedom to gain.
Take Four: Millennials have often been depicted by older generations in superficial, sensational, and judgmental ways. What do organizations need to understand about Millennials' needs, wants, and aspirations in order to attract and retain them?
When I started the research on Millennials or Generation Y, I was shocked by much of the literature. Some of it offered negative stereotypes of entitled, selfish young adults that seemed to be based on biased research or the commentators' experiences with their own children. I strongly felt that a much more nuanced portrayal of Generation Y was needed.
In our research on Millennials we narrowed down our focus: we talk about young professionals who are the future leaders of elite organizations. We avoided using a survey but instead listened to what these young professionals had to say. We found that they were not selfish or arrogant. Rather, they are the first generation that has fully incorporated the concept of living with risk. For them risk is a fact of their working life. They know that stable jobs are a thing of the past and to succeed they need to remain employable. Therefore they work to learn and to develop new skills. They want feedback because they know that only this feedback will ensure that they can deliver a top performance. Organizations need to understand this urge to learn in the context of more risky employment.
Take Five: In offering up practical ways to apply your research on gender and Millennials, you have made several recommendations. But there is one recommendation – focusing on leadership development – that shows up on both lists. Why do you believe that this is the most neglected, yet most necessary, support that companies can give to women and young professionals?
Leadership development and the way we deliver it is centrally important. I mentioned before that organizations don't do the right things to develop women as leaders. If you want to have more female leaders, it is important to make sure that they get the opportunity to collect the right skills. However the problem is much more deep-seated than this. We also need to ensure that men are comfortable in managing women and to be managed by women. I therefore argue that it is important that general leadership training includes a focus on gender diversity to allow leaders to manage effectively in a diverse workplace.
For Gen Y diversity is no longer an issue, and they see the gender problem as solved. Young women in particular are highly skeptical towards women's groups and often feel that these women's groups are not for them. it remains vitally important, however, that in their leadership training Millennials come to understand the intentionality and skill needed to get the best performance from a diverse workforce. Inclusive management does not just happen, and leadership training needs to take it more seriously, even with Generation Y.
Pressure Is Mounting Against Europe's Gender Glass Ceiling
by Andrés T. Tapia; research by Susan Welch and Leonardo Sforza —
VIENNA — "Pressure is building against the glass ceilings, glass cliffs, and career labyrinths that women in Europe continue to face," says Dr. Elisabeth Kelan, Assistant Professor at King's College in London and a leading scholar and author on gender and generations. At this past week's World Diversity Leadership Summit hosted by the Austrian Ministry of Finance and where I met Dr. Kelan, several of the speakers and many of the attendees, three-fourths of whom were women, echoed the sentiment.
When it comes to eliminating gender inequalities, Europe's record is as varied as the people groups who live there. Back in the 1970s, it was Sweden who pioneered the "equality in government" movement, requiring at least 40 percent of its MPs to be women. Similar laws followed in Norway, Denmark and Finland. Once Scandinavian women began assuming more positions of leadership, a ripple effect began to be felt elsewhere. In Austria today, more than half of the country's senior ministers are women and women outnumber men in the Spanish Cabinet.
Despite these advances, I personally have witnessed many situations where the dearth of the presence of women in leadership forums has a distinct retro feel. Did I just step into the 1950s? The women I talked to at and outside the conference concur but many sense that the moment to demand change has come. The contradictions have become more blatant and the pipeline of highly educated and career experienced women is as strong and robust as it has ever been.
The clamor is rising that despite more college-aged women than men complete upper and postsecondary education European women , on average still earn 15-18% less than men in comparable jobs. The gap is widest in Estonia and Cyprus, where men earn 25 percent more than their female counterparts. Furthermore, in every age group more men than women are employed, and women are more likely to be employed part-time.
As is always the case, women's disadvantages in the workplace are linked to other disadvantages. Women spend less time pursuing leisure activities than men, and more time doing household chores. They stand a greater chance of living in poverty. And although women in Europe tend to outlive men, they also report more longstanding health concerns.
The mood at the World Diversity Leadership Summit in Vienna, was one of, how shall I say it, cynical hope. Cynical about the men in power being willing to do much about the gap, but hope that a growing diversity movement fueled by the rise of highly educated and ambitious women and supported by a growing body of legislation can close the gap.
As a keynote speaker, I joined in with 200+ participants in brainstorming stategies to most effectively "recruit and manage diverse talent by 2020." Some European employers are coming to understand that they can do more to close the gender gap, and that they will benefit significantly if they do. A recent study by the European Commission found that Europe would see a 30 percent increase in GDP if the employment gender gap can be eliminated.
Consider these encouraging signs:
- The European Union's "European Strategy for Jobs Growth" set a goal of 60% employment for women by 2010; as of 2008, 59.1% of women were employed.
- In 2006, Norway passed legislation requiring the boards of all public companies to include at least 40 percent women by 2008, which has resulted in revitalized and more cosmopolitan leadership. At least half a dozen other EU countries are considering similar measures.
- Successful companies in Europe are promoting women in leadership. Sodexo, Deutsche Bank, and Novartis are all examples of corporations who have become convinced of the business benefits of women in leadership and increased their already existing commitments to help more women enter positions of power. Recently, Paris-headquartered Sodexo CEO Michel Landel declared publicly at an event I attended in New York City that 25% of executives' bonuses are tied to achieving diversity goals especially one that states that 24% of the top 300 leaders will be women within the next few years. Currently 19% are. In defending against accusations of using quotas in setting gender representation goals, he replied, "We set goals for every business objective. This is no different."
- There is a current campaign "Close the Gender Gap Campaign" by the European Commission's Employment, Social Affairs and Equal Opportunities entity. Here's an ad from the European edition of Newsweek. It contains a link to the Commission's web page dedicated to the cause: http://ec.europa.eu/equalpay
Despite these good news of these advances, the economic crisis of the last two years threatens to slow down progress. According to the European Commission:
"Recent analysis of national responses to the crisis confirms the risk of downgrading the status of equality policies or reducing budgets allocated to these policies. Some gender equality measures have been cancelled or delayed and possible future cuts in public budgets may have a negative effect on female employment and on the promotion of equality."
Despite this warning, given the energy at the WDLS conference and the various legislative initiatives the push for closing the pay gap should yield results. At Hewitt offices in Europe we see increased requests from companies for help with assessing if they have gaps and, if so, how to close them.
The bigger challenge lies in seeing greater promotions of women into managerial and leadership positions. "Until the profile of the 'ideal worker' is named and challenged for being based on the preferred characteristics of white males," says Dr. Kelan from King's College, "women as well as people with different racial backgrounds will continue to fall short of being considered."
Ten Ways the World Has Been Turned Upside Down: Part 2
In my last post I offered five ways businesses are finding that the world is upside down. Here are five more changes of historic proportions transforming the economic, political and social landscapes in which we do business:
#6 To have a disability is to be differently abled. According to the U.S. Census Bureau, one in five Americans (54 million) has some form of disability, making this the largest minority group, and an increasingly vital sector of the workforce. As I discuss in The Inclusion Paradox, the U.S. Department of Labor has found that more young people with disabilities are graduating from high school and college. And according to the Job Accommodation Network, workers with disabilities have performance and retention ratings comparable to those without disabilities.
#7 Women are losing fewer jobs than men in the recession. According to USA TODAY, men lost 74% of the 6.4 million jobs erased between December 2007 and June 2009. Partly as a result of the shrinking male-dominated construction and manufacturing markets, women became a majority in the U.S. workforce for the first time in 2009.
#8 Corporate Social Responsibility is about giving AND receiving. Companies around the globe are recognizing that diversity and inclusion are not only social values, but business values–vital to sustained, long-term profitability. Case studies of Bank of America, IBM, Allstate, Sodexo and other corporations tell this story again and again.
#9 White men must be included in diversity efforts. Businesses who successfully leverage diversity as part of their strategy to remain profitable have come to understand that white men are also members of a nuanced cultural group, and that they are integral to helping diversity efforts succeed. Consulting firms such as White Men as Full Diversity Partners, as well as the successful diversity efforts of companies such as Georgia Power and Coca-Cola bear witness to this trend.
#10 Green is the new black. As consumer attention begins to shift more toward environmental concerns, companies are increasingly "going green". Even more significant, many companies have discovered that there are solid economic incentives for reducing waste and moving toward more sustainable business measures. By "going green" companies have already succeeded in reducing costs and increasing sales.
How is your company responding to these monumental changes? I invite you to respond on this blog with your comments and questions. And if these topics interest you, follow me on Twitter as well, where this list first appeared in abbreviated form.
Women Leaders Rising — Stories and Stats from the 2010 Global Best Practices Session
Increasingly, women are shattering the glass ceiling–and they're doing so in savvy businesses who actively support gender diversity in leadership. While moderating Diversity Best Practices' 2010 Global Best Practice Session in February 2010, I was struck by these stats:
- At Verizon, 29% of the top 300 leaders are women.
- At Sodexo, women hold 19% of the top 300 positions. Their goal: 24% within the next few years.
- At Ernst & Young, the number of women in titled leadership positions has grown to nearly 20%.
To be sure we still have a very long way to go in many companies to see women represented according to their availability in the talent pool and according to the talent, education, and experiences they have. But here, let's just take a moment to reflect on the gains above, which can be added to what presidential candidate Hillary Clinton called 18 million cracks in the glass ceiling when referring to the votes she got. Not long ago, gains such as these were just pipe dreams. And they still might just be that if executives were not becoming more and more convinced that making leadership gender inclusive makes businesses stronger.
The 2010 Global Best Practice Session hosted by The New York Times focused on gender and corporate social responsibility, and business leaders were there to explain how corporations are helping more of their most talented women step up. Ernst & Young, for example, is involving men in women's initiatives, training them to become better coaches for women developing their own leadership styles. And Sodexo ties 25% of executive bonuses to achieving diversity goals around gender representation. It make sense: according to Global Chief Diversity Officer Rohini Anand, every $1 Sodexo invests in mentoring sees a return of $19. Though their approaches differ, these companies all see gender diversity in leadership as vital to strengthening their executive talent pool. Said Sodexo CEO Michel Landel:
"We set goals for every business objective. Gender diversity is no different."
In The Inclusion Paradox, I offer more stories of how gender diversity all along the corporate ladder has made businesses better able to cope with increasingly diverse client bases. What is your company doing to help women enter top positions of leadership?
Work from Home on Way to Becoming the Norm
According to HR.BLR.com, the number of people working at least partly from home has been on the rise–up to 11.3 million in 2005, a 17% increase since 1999. Those who enjoy this kind of flexibility in their work environment are also more likely to report flexibility in scheduling work hours: In 2005, about 23% of home-based workers reported their weekly work hours varied, compared with only 10% of those who worked outside the home.
Given the domestic pressures many women feel, it's not surprising that over half of these home-based workers are female.
In The Inclusion Paradox, I offer evidence of how meeting the need for work/life flexibility helps employers recruit and retain the best talent in an increasingly diverse workforce. While it will be no surprise to most that the 2010 census will confirm an acceleration of the trend toward working from home, I predict the numbers will be stunning — full-time or part-time work from home will have gone mainstream. Company policies and processes to manage this kind of workforce will continue to lag behind. This revolutionary change in how we work also calls for a closer synergistic collaboration between the Real Estate, Technology, and Human Resources functions. Currently these three operate separately and sub-optimize what an interdisciplinary approach could accomplish.
What changes do you see need to happen for companies to better accommodatethis inevitable transformative change of where work happens?
Wives and Mothers Rising in the Global Workforce
by Susan Welch, Hewitt Research –
As noted in my January 27 post, women by some measures are exceeding men in education—but still not getting equal pay at the end of the work day. The following two news stories from different parts of the Western world, however, illustrate how married women are increasingly becoming valued as indispensable to the 21st century global workforce.
Although a gendered income gap remains, wives in the United States are seeing their economic status increase. According to a Pew Research study titled "New Economics of Marriage: The Rise of Wives," compensation is more equitable for married women than it once was. In 1970, only 4 percent of marriages included a wife earning more than her husband–even though 20 percent of married women were more educated than their husbands. As of 2007, 22 percent of U.S. marriages involved a woman who earned more than her husband, paralleling more closely the reality that 28 percent of those marriages included women who were more educated than their husbands.
Unfortunately, not all married women in the West have made this much progress.
A New York Times story details how in Germany, working women—mothers, in particular—are still struggling to keep their heads above water. There, the cultural ideal of a nurturing mother being a stay-at-home mother is so strong that most state-run schools dismiss children at 1:00 p.m. Consequently, most working mothers have part-time jobs, or no jobs at all, so they can be home for their children. Lunch and after-school care are not always easily available. Significantly, mothers who work more than part-time have earned a nickname: "Rabenmutter." This translates to "raven mother," or a mother who pushes her chicks out of the nest.
The good news is that Germany's traditional views about mothers and school hours are beginning to change. As the birth rate plummets and concerns about labor shortages in the female-dominated service sector rise, more Germans recognize that women should not be forced to choose between children and career. Since 2003, nearly a fifth of Germany's 40,000 schools have phased in afternoon programs, and more plan to follow suit.
"This is a taboo we just can't afford anymore," says Ursula von der Leyen, the German labor minister. "The country needs women to be able to both work and have children." This trend turns the question of child care into one of economic competitiveness, notes Karen Hagemann, professor of European and gender history at the University of North Carolina at Chapel Hill.
As German businesses are discovering, career-minded women are not the only ones who benefit when the workplace, and society, adapt to accomodate them.
Top 50 Most Powerful Women in Business – Progress?
In November 2009, FORTUNE magazine unveiled their annual 50 Most Powerful Women list.
Their headline: "In 1998 when the Most Powerful Women in Business list premiered, just two of our honorees ran Fortune 500 companies. This year 13 do."
So let's do the numbers: in a decade's time, an increase of nearly 600% which means that women CEOs of FORTUNE 500 companies went from representing .4% of CEOs to 2.6%.
Bottom line: we've got a long way to go.
No wonder the French Parliament is contemplating requiring that 50% of all corporate boards be composed of women within the next five years. Can companies get there without requiring government intervention?
And to take it one important step further: when it comes to women of color among the Top 50 women, they can be counted on one hand…
Gender Diversity: Top 10 Things Companies Can Do to Maximize Women's Contributions
While innovative, current, and relevant strategy is essential to break through into the next generation of diversity work, organizations must continue to be operationally excellent and disciplined in delivering the policies, programs, and processes that have proven to be beneficial to people in groups that have traditionally been marginalized.
I recently came across this clear and compelling document by Inforum whose mission is "to strengthen the business environment in Michigan by creating opportunities for women to lead and succeed." While Inforum is geographically based, their recommendations have universal applicability: Top 10 Things Companies Can Do to Maximize Women's Contributions and 10 Ways Women Can Rev up their Careers
I explore these and various other issues in my book The Inclusion Paradox: The Obama Era and the Transformation of Global Diversity
– Andrés T. Tapia
Gender Diversity: Double Standard on Female Behavior in Sports and Business?
As I visit my daughter here at the University of New Mexico, the video that went viral of the UNM female soccer player who violently yanked an opponent's ponytail — among other unsportsmanlike behaviors — is on my mind. The fact that it went viral. raises questions of whether women are trapped in conflicting standards of behavior and in double standards as it relates to men.
The blogosphere has vented quite a bit, and accurately, on the fact that if the player in question had been male this would have been a non-story. Not that soccer player Elizabeth Lambert actions aren't appalling but culturally what made the difference between a story that would have only been of import only to the two teams playing each other, became a nationwide youtube and ESPN sensation.
As Bruce Arena former coach of the US men's national team said in a interview with the New York Times, "I think we are somewhat sexist in our opinion of sport. I think maybe people are alarmed to see a woman do that, but men do a hell of a lot worse things. Was it good behavior? No, but because it's coming from a woman, they make it a headline."
This soccer incident surfaces the double bind that women in the workplace often face. Play it too softly, and they are not seen as leader material, play aggressively and the B word accusation is triggered to put her in her place. As more women play sports, and as more women rise into positions of leadership in society, politics, and business, all of us as part of it, must take a deep look at our beliefs and intuitive reactions to seeing women be explicitly competitive.
We must be able to clearly and fairly answer: what is truly unacceptable behavior — regardless of whether it's a man or a woman doing it — and what is a double standard that ends up being detrimental in how women are assessed in their leadership success and potential?


text:
Want to make an appointment? Email us, give us a call or stop by our office.
Meet the Staff
Reynolda Hall, Room 230
P.O. Box 7427
Winston-Salem, NC 27109
Phone 336.758.5902
Fax 336.758.1971
Hours of Operation
Monday - Friday
8:30am - 5:00pm
Send us your feedback
Vendor Request Form
Special thanks to Dr. Denisha Champion, Assistant Director for Programming and Prevention, Wake Forest University Counseling Center, for providing these tips to help students relax during exam week.
1834 Wake Forest RoadWinston-Salem, NC 27106
Copyright © 2018Wake Forest UniversityPrivacy Policy
The University
The Schools
WFU Affiliates
Helpful Links

subset: commoncrawl


text:
Mind Over Nutrition – Video with Emily Rosen
Most of us have been taught that the true value of a food comes from the nutrients it contains. For sure this is true, but there's much more to the story. Did you know that the power of thoughts, feelings, beliefs, and all the activities of the mind can literally and scientifically impact nutritional metabolism? This means that our digestion, assimilation and even calorie burning capacity is influenced by what's going on inside your head. It's time to harness the power of mind over nutrition. In this fascinating video from IPEtv, Emily Rosen, Director of the Institute for the Psychology of Eating, delivers some fresh insights on how to increase the nutritional value of a meal not by changing WHAT you eat, but by changing YOU, the eater. We think you'll make some excellent connections and discoveries!
In the comments below, please let us know your thoughts. We love hearing from you and we read and respond to every comment!
Here is a transcript of this week's video:
Hi, I'm Emily Rosen, Director of the Institute for the Psychology of Eating.
Today's Topic: Mind Over Nutrition
More specifically, we're going to talk about how the power of thought, beliefs, and the activities of the mind can literally and scientifically impact nutritional metabolism.
On the one hand, this may seem like common sense to many of you. But on the other hand, science has been lagging behind in fully recognizing something that we've known for many decades, but have failed to put front and center when it comes to how important the mind really is in the nutritive process.
To me, this makes the conversation about nutritional health so much more fascinating and so much more empowering because the nourishment process is more magical, complex, and interesting than we could've ever thought. When science looks at food, it invariably tells us that the nutritional value of food is given in the nutrients it contains – meaning vitamins, minerals, macronutrients, and all sorts of ancillary substances and conditionally essential nutrients.
But in this new understanding, the value of the food is not just given in its chemical composition, but in who we are and what we bring to the table.
The Cephalic Phase
Digestive physiologists tell us that indeed, digestion begins in the mind. There is a scientific term called the cephalic phase digestive response. This is a fancy way of saying that there's a component of digestion that begins in the mind. Cephalic means of the head. The cephalic phase digestive response is essentially the components of taste, pleasure, aroma, satisfaction, and the visuals of a meal.
Think of a time when you looked at a favorite food and your mouth started to water. That's the cephalic phase digestive response in action – you're producing more saliva and salivary amylase just by a visual cue. Or think of a time when you even thought about your favorite food and your stomach started to churn and get all excited – once again, that's a clear-cut case of the mind preparing stomach acid and stomach contractions simply when we think of a food.
The bottom line is this:
The brain and its thinking have far-reaching effects in nutritional metabolism.
Now what's interesting is that when you sum up all the research on the cephalic phase digestive response and do a meta-analysis of all the studies, what science tells us is that approximately 40 to 60% of our metabolic power at any meal, meaning our digestive and assimilative ability, comes from the head phase of digestion – meaning taste, pleasure, aroma, satisfaction, and visual cues.
Now please do the math.
If we're not receiving and experiencing the head phase of digestion, then we're metabolizing our meal at 40 to 60% less efficiency.
This is headline news.
This should be on the front page of every health magazine, in the science section of every newspaper, and prominently displayed on every nutrition-related website. The implication is that you can change the nutritional value of a meal without changing anything you eat, but by changing you, the eater. Meaning as we become more present, more aware, paying attention to the food, enjoying it, receiving pleasure, then we literally empower our metabolism.
We can even take a step deeper when it comes to talking about the power of mind over nutrition and metabolism.
The Placebo Effect
You've probably heard of the placebo effect. I'd love to share with you my favorite placebo study of all time. Check out the reference, it's in the 1981 World Journal of Surgery. Scientists were testing a new chemotherapy. It was an injectable substance that was given to two groups of patients. One group of patients received the actual chemotherapy, and the other group of patients received a placebo – meaning a fake, harmless, inert chemical substance, which in this case was water.
So here we are with a group of cancer patients in a hospital ward. Again, one group gets the actual chemotherapy, one group gets the placebo. Why do we even give a placebo? Because if you truly want to understand the efficacy of a new prescription drug, pharmaceutical companies must test these against placebos because in approximately 50% of all cases – on average – you can get as much benefit or more from a placebo than the actual drug itself. That's a mind-bending statistic, by the way. After a number of weeks, for the patients who received the real chemotherapy, just about 100% of them had a very common side effect – they all lost their hair. And 31% of the patients on the placebo chemotherapy also had a very interesting side effect – they, too, lost their hair. Now all they were doing was getting an injection of water and somehow, their hair fell out.
Why would they lose their hair? Well, according to what we know about placebo science, those people likely had the association, "Have cancer, go on chemotherapy, lose hair." So what I'd like to suggest to you is that if the power of the mind is that strong that you could take a water injection, think it's going to make you lose your hair, and you do lose it, what happens when you say – I know I shouldn't eat that food, it's fattening. Or, I shouldn't eat that, it's bad for me, or I'm allergic to it.
Now I'm not saying you could eat poison and think it's not going to kill you and it won't. I'm simply pointing out that there is a gray zone here where the mind is pretty powerful and can potentially influence the body when it comes to what we think. Thoughts are amazing. Thoughts are like powerful commands to our physiology.
So the moral of our nutritional story here is to remember that the mind impacts the meal. We cannot escape or hide the silent thoughts that we think to ourselves. We cannot expect to be bathing our chemistry in toxic thinking, harsh assessments about our body, insults about our own weight or looks, because on some level, it lands in our metabolism. The good news here, is that we can dramatically improve the metabolism of the meal without changing anything we eat, but by changing who we are as eaters, by evolving the conversation that's happening in our inner world. What a beautiful power we have. What an amazing way to help the body digest, assimilate, and heal itself.
That's a nutritional victory.
I hope this was helpful!
Emily Rosen
To learn more about the breakthrough body of work we teach here at the Institute for the Psychology of Eating, please sign up for our free video training series at ipe.tips. You'll learn about the cutting-edge principles of Dynamic Eating Psychology and Mind Body Nutrition that have helped millions forever transform their relationship with food, body, and health. Lastly, we want to make sure you're aware of our two premier offerings. Our Eating Psychology Coach Certification Training is an 8 month distance learning program that you can take from anywhere in the world to launch a new career or to augment an already existing health practice. And Transform Your Relationship with Food is our 8 week online program for anyone looking to take a big leap forward with food and body.
The Slow Down Diet: Eating for Pleasure, Energy, and Weight Loss
Get My Book!
Get Your FREE Video Series
New Insights to Forever Transform Your Relationship with Food


text:
Hemorrhoids or piles come in two very distinct forms; internal and external. Most people who suffer from hemorrhoids will experience a combination of both forms. In both cases it is easiest to think of a hemorrhoid as a varicose vein of the anal region. Internal hemorrhoids lie inside the anus, whilst external have tend to protrude outside of the anus.
When considering an herbal hemorrhoids medication plan, it is important to note that you cannot treat the hemorrhoids whilst they are bleeding, you need to treat the bleeding first. It is obvious to tell when your external hemorrhoids are bleeding and if there is bright red blood covering your stool, your internal hemorrhoids will be bleeding.
The best herbal hemorrhoids medication that you can use to stop the bleeding is a combination of one teaspoon of cayenne and two teaspoonfuls of apple cider vinegar in a glass of water. When this herbal tonic is taken with every meal, bleeding of your hemorrhoids will quickly subside and you can begin treating the cause of your hemorrhoids.
Before treating the cause, it is helpful to understand what caused the hemorrhoids in the first instance. The precise reason that hemorrhoids for is still unknown to this day, although researchers have identified some key factors that increase your risk of developing hemorrhoids and tend to make you hemorrhoids worse. These factors include (but are bot limited to):
- Anything that increases pressure in the rectal area. (Even just simply standing up)
- Ageing
- Obesity
- Pregnancy
- Chronic constipation
- Insertion of foreign objects into the anus (this includes anal sex)
- Excessive use of laxatives
- Genetics (yes, you can even get them from your parents)
Hemorrhoid Symptom Relief
A warm bath for 15-20 minutes has been known to relieve the soreness associated with hemorrhoids, and a paste made from a mixture of heated lard combined with a teaspoon of calomel can be applied directly to the hemorrhoids to aid in continued relief. This paste can be substituted with a cool herbal compress of strong mullein, even plantain is very effective to help sooth and relieve the itching of haemorrhoids.
Haemorrhoid Cause Relief
Butchers broom is a fantastic herbal hemorrhoid medication that can be used in a number of ways to combat hemorrhoids. The anti-inflammatory properties and ability to constrict blood cells makes it fantastic in the treatment of hemorrhoids.
Best of all, there are a variety of options for the use of butchers broom. It can be taken orally as a tablet or as a tea and can be applied directly to the hemorrhoids as a lotion.
Taking 100mg of rutin in the morning and evening, combined with increasing your intake of vitamin E will also assist in the treatment of hemorrhoids. Horse Chestnuts, also known as buckeye have been used for centuries in both western and Asian medicine in the treatment of hemorrhoids. They contain aescin which will help to increase the elasticity of and strengthen the vein walls. This makes them an extremely valuable herbal hemorrhoids medication.
About Author:
Chinese Herbs Direct, specialists providing hundreds of chinese herbs formulas such as yin chiao and herbal hemorrhoids cream. Visit us today for more information on our products including our extensive herbal reference material.


text:
Vegan Gluten Free Press Cookies
"Explore the Vegetarian Chef in YOU!"
Your Vegetarian Kitchen's Vegan Gluten Free Press Cookies are the quintessential holiday cookie, and these are perfect for those with gluten issues, food allergies and sensitivities. Pretty, tender and 'buttery', they can be made in any shape and color to the delight of your family and guests. You don't have to have sensitivity to wheat to enjoy these delightful confections.
Cream the sugar and margarine together until fluffy and smooth. Mix the egg replacer and rice or hemp milk together. Sift together the dry ingredients. Add the dry ingredients to the Earth Balance Sugar mixture along with the egg-replacer mixture; add the flavorings and food color if any of choice. Gather up the dough and pack it into your Wilton Comfort Grip Cookie Press.
Place the tip squarely onto the Silicone Baking Sheets or parchment covered Cookie Sheets, and press down firmly. One press per cookie. Space the cookies about an inch apart. Bake at 350° for eight minutes. Cool for two minutes before lifting to wire racks to finish cooling. Remove to a wire rack to cool. Store when cool in an airtight container with the layers separated with waxed paper.
Recipes by Chef Bette
Update Your Vegetarian Kitchen
Get the right tools; make the most out of your experience:
Try other popular eggless cookie recipes:More Options:
Return home from this Vegan Gluten Free Press Cookies Recipe
Overflowing with RecipesWant more than just the newsletter?
Subscribe by RSS
Subscribe by EMAIL
"Awesome, delectable, this is what food is supposed to be."
"I have enjoyed many of Bette's classes, new vegetarian offerings plus culinary techniques and tips."
"Creative, interesting vegetarian cooking! Delicious -- absolutely!"
"Great recipes! So original! Wonderful taste experience."
This site ranks in the top 3% of all websites!
Baking your eggless cake for an upcoming wedding? The Knot Wedding Shop has the best selection of wedding favors. Make them unique for your wedding with free personalization.
POPULAR PAGES: | Eggless Desserts | Eggless Cakes | Eggless Ice Cream | Eggless Muffins | Recipe Exchange | Soup Recipes | Local Farmers Markets |
RECOMMENDED: | Home | About | Contact | Feedback | Shop | Share | Subscribe | Blog | Photos | Twitter | Facebook | TemplateDesign | WebMaster | WebHosting |
OUR MISSION: Your Vegetarian Kitchen offers timeless vegetarian classics and creative fusions for the modern kitchen. Our goal is to provide you with delicious vegetarian and vegan recipes including some equally delicious anecdotes, history, tips, and tricks to make your time in YOUR vegetarian kitchen more fun, and more productive.
© 2006 - 2012 Your-Vegetarian-Kitchen.com | All Rights Reserved


text:
Two recent USA Today articles allege that bus accidents and fatalities numbers are worse than previously reported and bus accident statistics "don't add up". USA Today found that NHTSA undercounted the number of motor coach accidents since at least 1995 and has used those statistics in safety reporting and Congressional testimony which has led the public to believe buses are safer than they actually are. According to the article:
"… at least 42 deaths of motor coach occupants and drivers were not reported using NHTSA's standard definition of a motor coach from 1995 to 2009, the most current year for which data are available. Since 2003, 32 fatalities were not included, which represents a 24% increase from the 133 deaths the agency counted. In addition, there were 42 deaths from 2000 to 2009 on midsize buses, which are not counted by NHTSA as motor coach fatalities."
Part of the problem seems to be that there is no standard definition for motor coach in the Fatality Analysis Reporting System (FARS), which is the database NHTSA uses to compile and analyze accident statistics. According to USA Today:
"The system [FARS] contains no official definition for motor coach, so statisticians must rely on a crude approximation for these buses known as "Cross Country/Intercity Bus." Motor coaches are sometimes listed under other categories."
Another problem is that the data is subject to mistakes by local authorities who enter accident information into FARS. If a local law enforcement agent mischaracterizes the size or type of bus involved in an accident or if the person responsible for inputting the data uses the wrong code, this too can lead to under-reporting accidents.
Regardless of the cause for under-reporting of these accidents, one thing we know for sure is that buses need to be safer. Since 2005, highway deaths have decreased by 25%, while bus accidents and fatalities have had a sudden surge. This is a trend that needs to stop.
[More on Bus Safety]
(c) Copyright 2011 Brett A. Emison
Brett Emison is currently a partner at Langdon & Emison, a firm dedicated to helping injured victims across the country from their primary office near Kansas City. Mainly focusing on catastrophic injury and death cases as well as complex mass tort and dangerous drug cases, Mr. Emison often deals with automotive defects, automobile crashes, railroad crossing accidents (train accidents), trucking accidents, dangerous and defective drugs, defective medical devices.


text:
Welcome to our Texas DIR Government Contract No. DIR-TSO-2635
for Storage Products & Services!
Xiotech Corporation (dba X-IO or X-IO Technologies), an innovator in data storage and protection solutions, is delivering a new foundation for storage with unprecedented reliability, performance, and scalability.
The ISE Storage Blade is an easy to use, high performance Fibre Channel storage system leveraging the industry's best SAS HDDs. ISE storage provides enterprise-class reliability with self-healing capabilities. ISE storage systems are an excellent solution for Microsoft SQL Server, Hyper-V, SharePoint, Exchange, Oracle, VMware vSphere, Citrix XenServer or other database and virtualization solutions.
ISE storage systems provide high performance throughout the complete lifecycle due to the way they handle vibration, heat dissipation, data placement and drive reliability. Additionally, the disk drives within ISE storage systems are not treated as individual and disposable components, but rather as a large, self-healing drive. As such, they work congruently, resulting in higher performance and reliability.
ISE storage systems reach reliability levels impossible for standard drives and enclosures, providing more than 100 times the reliability of a regular disk drive enclosed in a typical storage drive bay – significantly reducing service events and their impact on IT organizations.
ISE storage systems are designed to manage multiple, simultaneous streaming and random I/O patterns with advanced scheduling algorithms and adaptive queue prioritization.
Our products and services are a great fit for government users! Government agencies can acquire state of the art technology, yet save budget dollars with our competitive pricing.
X-IO Main Website for Product & Service Specifications
Contract Information
DIR Contract Number: DIR-TSO-2635
Contract Period: 9/19/2014 – 9/19/2018
DIR Ordering Address:
2375 Telstar Suite 150
Colorado Springs, CO 80920
DIR Co-op Contract Program Overview
DIR Website for X-IO Contract Information
Product Pricing
Listed below is a link to our price list. While you can view the pricing at your convenience, we recommend talking with an X-IO Territory Sales Manager to assist in properly configuring your storage solution. In addition, please note that quantity discounts for volume purchases are available.
Product Specifications
This information is readily available under Resources > Document Library > Datasheets or just click on the following link: Datasheets.
Configuration Aids
Because of the nature of our products, please contact Tim Cullen, Director of Global Sales Operations, at firstname.lastname@example.com or 719-244-8246, and he will put you in touch with your local Territory Sales Manager who can assist you in configuring a system that fits your requirements.
Service Options and Agreements
X-IO provides several services options. These are addressed here with the appropriate datasheet. Additionally, the standard X-IO Service Agreement is provided here for download.
Problem Reporting & Equipment Maintenance
X-IO's ActiveWatch system enables the ISE storage system to phone home in the event of an error, without any effort from the end user customer. Errors are recorded and a message is generated by a system inside of X-IO. The messages are then processed and forwarded to a support queue and are proactively processed in accordance with the severity of the issue. Most often, X-IO is working to resolve the issue long before the end user customer is even aware that there is a problem.
In addition, customers may speak directly with a member of our Technical Support Team by calling 1-800-734-4716 or emailing firstname.lastname@example.com.
For additional information, please visit our support page at http://xiostorage.com/support
Contact Information
Primary Texas DIR Contact:
Tricia Kozlowski, Manager, Controller
X-IO Technologies
2375 Telstar Suite 150
Colorado Springs, CO 80920
Phone: (719) 388-5427
E-Mail: firstname.lastname@example.com
To Place Orders and for Billing Questions:
Leslie Sellmayer, Order Administrator
X-IO Technologies
2375 Telstar Suite 150
Colorado Springs, CO 80920
Phone: (719) 388-5574
Fax: (719) 388-5361
Email: firstname.lastname@example.com
Sales and Configuration Aids Contact:
Tim Cullen, Director of Global Sales Operations
X-IO Technologies
2375 Telstar Suite 150
Colorado Springs, CO 80920
Phone: (719) 244-8246
Email: firstname.lastname@example.com
List of Authorized Resellers (Order Fulfillers):
Avisolve, LLC
Vendor ID: 463117723
HUB Type: Non HUB
Contact: Tony Meisner
Phone: (480) 707-2717
Address: 3317 S. Higley Road, Gilbert, AZ, 85297
Checkpoint Services, Inc.
Vendor ID: 1742775490200
HUB Type: Woman-Owned
Contact: Kristen Cox
Phone: (915) 581-1185
Fax: (915) 585-7751
Address: 1790 Commerce Park, Suite A-1, El Paso, TX 79912
Resonant Technology Partners, Inc.
Vendor ID: 1205745462600
HUB Type: Non HUB
Contact: Mark Stephen
Phone: (210) 477-3670
Fax: (210) 477-3690
Address: 23705 IH 10 West, Suite 301, San Antonio, TX 78257
Sequel Data Systems, Inc.
Vendor ID: 1742678386000
HUB Type: Non HUB
Contact: Chris Case
Phone: (512)-918-8841
Fax: (512)-918-8843
Address: 11824 Jollyville Road, Ste. 400, Austin, TX 78759
SHI Government Solutions, Inc.
Vendor ID: 1223695478500
HUB Type: Asian/Male
Contact: TX SHI Team
Phone: (800)-870-6079
Fax: (512)-732-0232
Address: 1301 South Mopac Expressway Ste. 375, Austin, TX 78746
Technology Integration Group (TIG)
Vendor ID: 19533825596902
HUB Type: Asian/Male
Contact: Ron Buckley
Phone: (210) 507-6991
Fax: (210) 507-6999
Address: 3201 Cherry Ridge C302, San Antonio, TX 78230
The Aldridge Company
Vendor ID: 1760113753600
HUB Type: Non HUB
Contact: Jane Smith
Phone: (713)-403-9150
Address: 4543 Post Oak Place Drive, Suite 208, Houston, TX 77027
The Mirazon Group, LLC
Vendor ID: 611363720
HUB Type: Non HUB
Contact: Heather Baumgardner
Phone: (502) 240-0404
Fax: (502) 240-0409
Address: 1640 Lyndon Farm Court, Ste. 102, Louisville, KY, 40223
Delcom Group, LP
Vendor ID: 1010604799500
HUB Type: Woman-Owned
Contact: Sean Delph
Phone: (214) 725-8400
Fax: (214) 389-5505
Address: 2525 B SH 121 Suite 400, Lewisville, TX 75056


text:
CF Standalone 7, 15, and 31-Target
Compact Flash Duplicator Overview
Newly added to the All Pro Solutions duplicator
family, the CF Compact Flash memory card
duplicator conveniently copies Compact
Flash cards without a computer. Advanced
asynchronous duplication means no waiting
and no interruption as each channel can
independently load, unload, and copy.
The new CF Compact Flash memory card duplicator
also features user friendly 4-key control
with LCD, high speed duplication and bit-by-bit
Compare function to confirm successful
copies. Reliable, affordable, and convenient,
the new CF Compact Flash memory card duplicator
is the best companion for any industry.


text:
Summer Camp Registration
Cello Squad: 8/20-8/24 12:30-2:00 fee: $150
All cellos, all the time!! At last, cellos get the melody. Curious about our Cello Squad? This is the perfect opportunity to see what it is like to be in a cello group.
We encourage all levels of ability, as each of our songs have up to 6 levels of playing and we encourage one another.
Pre-requisite: 1-year experience
Instructor: Cathy Lowell, Northshore Orchestra Teacher and Accompanist
Orchestra Camp: 8/20-8/24 9:00-12:00 fee $199
Dust off your instrument and get "tuned up" for school! This is our 10th year of camp!
We do lots of playing with individualized attention. This is the time to get ready for school.
The instructors are Northshore orchestra teachers and know what these young musicians will be experiencing their first week of school. We believe in "setting up-for-success".
Pre-requisite: 1-year experience
Instructors: Cathy Lowell and Emmy Hoech, Northshore Orchestra Teachers
Piano Squad: 8/6-8/10 9:30-11:00 fee: $150
A piano orchestra! How often does a pianist have the opportunity to play with other pianists under a conductor? Rarely, if ever. Each pianist will have their own keyboard and learn their individual part just like different instruments in the orchestra. During camp you will learn confidence, rhythm independence, blending, sight-reading, the need to read from music (not memorizing) and most importantly: "what is the conductor doing up there?!"
Cathy developed this curriculum and currently teaches it in the Inglemoor High School Advanced Piano Lab.
Pre-requisite: 2-years piano and ability to note-read
Enrollment is limited
Instructor: Cathy Lowell, Northshore Accompanist, Columbia Choir Accompanist,
Sammamish Symphony principal pianist and Inglemoor H.S. Advanced Piano Lab instructor
To Register for camps:
Call/Text 425-753-0820 or
Email: firstname.lastname@example.com
Fee payment mailed to:
Foothills Music Academy
13120 NE 177th Pl B201
Woodinville, WA 98072


text: Say someone is buying or selling something. You send the money and sellers run away. Well that sucks. After that it's his word vs her words. So you choose not to do business at all. A lot of good business opportunities are gone. I wonder if there is a bhw service where a very trusted members, say mods, can be a witness (with payment). Details of the deal can be hidden from public (adsense id, etc.). So before you do the buying and selling, you forward the data to the witnesses. The data must be sufficient so witnesses can figure out who's lying. Things like actual username, etc. If things go wrong the witness can tell who is lying. Witness can collect $20-$100 depending on amount of transaction. Must be very credible. What do you think? Just an idea. When people can trust each other more there will be more trade in bhw. It worths that extra $20-$100.


text:
Greenwich Academy
June 20 - July 1, 9:30AM - 3:30PM
Introduction to Software Engineering is the starting point for a budding developer. Students will learn the basics of computational thinking and the foundations of programming using the Ruby development language. Topics include object-oriented programming, front-end development using HTML and CSS, and web integration with the Sinatra Framework. By the end of the class, students will be able to build their own functional web applications.


text:
Chemical Description - Sodium Dodecylbenzene Sulfonate, fatty alcohol ethoxylate, fatty acid diethanolamide
Product Name - Rewopol S 1954
Product Overview - Rewopol S 1954 is a surfactant blend for dishwashing liquids and cleansing agents. It offers excellent foam properties and good cleansing properties. It is easy to handle, can be used in a wide range of applications and has good tolerance to hard water. It is compatible with anionic, amphoteric and non-ionic surfactants and can be thickened with Sodium Chloride.
Product Information - Link to supplier's website


text:
Words that end in aikili
Found 1 words that end in aikili. Browse our Scrabble Word Finder, Words With Friends cheat dictionary, and WordHub word solver to find words that end with aikili. Or use our Unscramble word solver to find your best possible play! Related: Words containing aikili
- Scrabble
- Words With Friends
- WordHub
- Crossword


text:
Canada is a pretty damn good niche for punk rock. Whether you like the poppy stuff, the melodic/skate vibe or the famous undeniable 90's sound, chances are, there's a bunch of bands north of the border that are right up your alley.
Fitting somewhere in between the second and third aforementioned categories, Montreal's Down Memory Lane have sticked to the old recipe. Just like the name suggest, they're bringing us 20 years back with infectious melodic anthems filled with really great transitions and vocal harmonies. The band is currently working on their first album and today we're bringing you the premiere of the quintet's debut single "Angel Without Wings", featuring frontman Doowy Doyon's daughter, Melody, on some back vocals.
Check it out below and read what Doowy told us about the track. If you like it, the song is available for free download on Bandcamp.
You can catch Down Memory Lane live today at the Music 4 Cancer Festival in Sainte-Thérèse, Quebec. Details can be found here.
"Angel Without Wings' lyrics were written for my daughters. This is a song about a new beginning, and also about how being a father made me a better person! Ten years ago I was a party animal without any sense of responsibility and then one day, my first daughter came out of nowhere and changed my life for the best!! She was my first of two (angels without wings).
As for the music, everyone in the band collaborated in the making of the music or vocal parts, but the song structure was initially written by Joe (Guitar). We had the chance to work in studio with Vincent Côté! In fact, this is only a matter of time before we head back to work with him for more songs. He knows what kind of sound we want and he's also really professional. He clearly knows how to bring out the best of ourself when we're in the recording box!"
Add Down Memory Lane to My Radar


text:
Shopping Carts and SEO
True shopping carts (those that are added to your already existing website) do not need to be SEO friendly. Other than the buy now or add to cart buttons, which lead to the actual payment page, they only come into effect once your customer decides to make a purchase.
Unless a store is selling literally thousands of products, using your own website and adding a cart to it, gives you the ultimate control.
An example of this type of shopping cart is what you see with companies such as Mal's. They have both a free and a premium cart. They can be integrated with many programs, such as PayPal, PayPal Pro, and many other popular credit card payment gateways.
Taking a look at their site will help you understand exactly what you are looking for in a shopping cart only solution.
If you are in a situation that requires a full store, then I highly recommend fully understanding the basics of SEO before proceeding. Using your SEO checklist, speak to a representative of the company (or look through their specific features) to determine what you can and cannot do with their program,
You also will want to consider who owns the store once you put all the work into it. With many of these companies if your leave their services (or change web host in hosting provided solutions) you are suddenly left without a store (website) at all.
For most new businesses, I highly recommend starting out very simple while you learn your business and what your specific needs will be. Many small business owners find themselves very happy with a program as simple as PayPal Pro (very different from standard PayPal) and adding a Mal's shopping cart.
As your needs grow, you will find that you have learned more and are better able to determine your needs. At that point I think you will find the process of choosing a shopping cart much easier.
Small Business Marketing Consultant and SEO Training Specialist
Copyright © 2007 J. Walker of GNC Web Creations All Rights Reserved


text:
LED Aluminum flashlight with lanyard, 2 18650 4200mah lithium ion batteries, 110v ac travel charger with 2 charging bays.
Continuous Run times (intermittent use extends battery life significantly)
High - 45 minutes
Think of this setting as a nitrous shot, it's fun while it lasts This setting is too bright for any close up work, even during the day but if you want to see 200+ yards (183 m), no problem.
Medium - 9 hours
This setting is usually too bright for close work at night, ok during the day but can still leave you seeing stars (just from reflected light) never ever do you want to look at the led directly. 100-150 yds (90-130m) range.
Low - 20+ hours
This setting provides plenty of light for close work. My most often used setting at night.
Strobe - not measured, but it can make you dizzy
SOS - not measured, this setting could actually could be useful if you are in trouble and are trying to get help.
The beam shape (spot) of the light helps it outperform many much larger/higher output lights when the visibility is limited for example fog or smoke conditions.
Battery discharge during non-use is minor, we recommend charging at least once per year. This means you can store it for long periods of time without a problem.
Weighs 4.2 oz or 119 grams with battery
30 days


text:
HOME'u takip edin
Dream Theater - Train Of Thought albümü şarkı sözlerine bakıyorsunuz.
IV. Reflections of Reality (Revisited) Hello, Mirror - so glad to see you my friend, it's been a while Searching, Fearless - where do I begin to heal this wound of self-denial Face yourself man! Brace yourself and trace your hell back You've been blinded, living lie a one way cold existence all the while Now it's time to stare the problem right between the eyes you long lost child I wanna feel your body breaking Wanna feel your body breaking and shaking and left in the cold I want to heal your conscience making a change o fix this dying soul Born into this world a broken home Surrounded by love yet all alone Forced into a life that's split in two A mother and a father both pulling you Then you had to deal with loss and death Everybody thinking they know best Coping with this shit at such an age Can only fill a kid with pain and rage Family disease pumped through your blood Never had the chance you thought you could Running all the while with no escape Turning all that pain in to blame and hate Living on your own by twenty one Not a single care and having fun Consuming all the life in front of you Burning out the fuse and smoking the residue Possessive obsessions selfish childish games Vengeful resentments Passing all the blame Living out a life of decadence Acing without thought of consequence Spreading all your lies from coast to coast While spitting on the ones that matter most Running power mad with no control Fighting for the credit they once stole No one can ever tell you what to do Ruling other's lives while the can't stand the thought of you A living reflection seen from miles away A hopeless affliction having run astray I wanna feel your body breaking Wanna feel your body breaking and shaking and left in the cold I want to heal your conscience making a change o fix this dying soul Now that you can see all you have done It's time to take that step into the kingdom All your sins will only make you strong And help you break right through the prison wall V. Release Come to me my friend (Listen to me) I'll help this torture end (Help to set me free) Let your ego go (I can't carry this load) You can't go through this alone (I feel so hopeless and exposed) You'll find your peace of mind (Give me some direction) You can no longer hide (Break out of this isolation) Let humility (Openness, honesty) And become what you can be (A healing tranquility) Help me Save me Heal me I can't break out of this prison all alone These tormenting ghosts of yesterday Will vanish when exposed You can't hold onto your secrets They'll only send you back alone Your fearless admissions Will help expel your destructive obsessions With my help I know you can Be at one with God and man Hear me Believe me Take me I'm ready to break right through this prison wall Dedicated to Bill W. and all of his friends
As I Am [7:47] [John Petrucci]
This Dying Soul [11:24] [Mike Portnoy]
Endless Sacrifice [11:23] [John Petrucci]
Honor Thy Father [10:11] [Mike Portnoy]
Vacant [2:57] [James LaBrie]
Stream Of Consciousness [11:16] [Dream Theater]
In The Name Of God [14:14] [John Petrucci]
Paylaş : FacebookTwitterGoogleFriendFeedMySpaceLive
Yeni yorum göndermek için giriş yapmış olmanız gerekiyor. Aşağıdaki butona tıklayarak FaceBook hesabınızla giriş yapabilirsiniz.
E-mail: firstname.lastname@example.com
Bizimle iletişime geçmek için iletişim sayfası
Dream Theater'ın (3) İstanbul konserinden görüntüler içeren İstanbul Trilogy DVD'si için bağlantıları takip edin
HOME, Dream Theater Türkiye Resmi Fan Kulübü 2001 yılında kurulmuş ve bu güne kadar kişisel çabalarla ayakta kalmış tamamen gönüllü insanların yönettiği bir oluşumdur. Bu sitede verilen bilgiler (gecikmeli olabilir) web veya profesyonel kaynaklardan alınmaktadır. 2001 yılında kurulan kulübümüz aynı yıl Dream Theater...
Devamını oku...
© 2001 - 2010 HOME & Dream Theater
Design by: styleshout, Programmed and Powered by: Cenk SARI
Teşekkürler |
Yukarıya Çık


text:
Jacksonville Jaguars running back Toby Gerhart, who sat out the last two preseason games with an oblique injury, said he'll be ready to play in the team's season opener Sept. 13.
Gerhart, who has yet to return practice, expects to be available for the Week 1 matchup against the Carolina Panthers. The 28-year-old suffered the injury in the Aug. 22 game against the New York Giants.
"(I'm) feeling good," Gerhart said on Tuesday, per the Florida Times-Union. "I've progressed well the last couple of days (working) on the field. We've got some time yet.
More from FoxSports
"I'm very confident (about Sept. 13). I should be good to go by then."
The 28-year-old Gerhart ran for 28 yards on nine carries in the preseason. He's slated to see time as the team's third-down back this season.
(h/t Florida-Times Union)


text:
This is my fourth pair of Thirtytwo boots since I started riding eight years ago (JP Walker, TM-Two and then Prime). I love charging hard, tight trees, moguls, speeding down the groomers, double blacks, you name it. So, my board set-up is very aggressive; Neversummer Ripsaw & West paired with Union Charger bindings. I added TM-TWO Jones XLT to my set-up in January 2018. It has been the most responsive boot so far. The support these boots provide is amazing; POW, groomers, slush you name it. Boots are built solid. My feet never got wet. I like the toe cap and the short gaiter features keeping the snow away. I have ridden them in extremely cold temperatures (-25/-30 Celsius or -13/-22 Fahrenheit). My feet were getting cold after 2-3 hours but in general it felt warmer than my previous boots. I seek POW so I hike a lot and I never had a problem with traction thanks to the Vibram outsole! It took me 3-5 days to break in and I have put almost 40 days on them and they are still holding well. Thirtytwo and Jones know how to make a great boot! Thanks Thirtytwo!
$349.99 $209.99
Product Rating
Average rating: 5 stars
Quickly becoming a park staff favorite, everything you love about the TM-TWO upgraded with a Vibram Outsole for maximum traction. Ride in any condition thanks to Storm Shield shell coating, keeping your feet dry all winter long. Updated with the new Performance Internal Harness, built taller for more support for hitting bigger features. For more, upgrades opt for the Jones edition with a 3D molded toe cap and a half gaiter to keep laces from freezing when hiking the back country.
Product Details
Item Code: 8105000298/974
Color: BLACK/YELLOW
Fit: Performance
Lacing: Traditional
Footbed: Level 3
Flex: Stiff
Tech Features
- Traditional Lacing
- Vibram Outsole
- 1:1 Lasting
- Gaiter
- 3D Molded Tongue
- Performance Internal Harness
- Tongue Tension System
- Articulated Cuff
- Molded Toe Cap
- Performance Backstay
- Overmold
- Storm Shield
- Heel Hold System
- Intuition Foam
- Pressure Pad
- Evolution Foam Cushioning
- Power Cuff
Tech Features
Boot Specifications
Boot Fit
Comfort Fit
Level 1
Heat moldable dual density intuition foam, integrated lacing system, grip & heel hold, and velcro heel overlap prevents heel slippage
Team Fit
Level 2
Heat moldable dual density intuition foam, standard height with medium support, high flexibility and heel hold
Performance Fit
Level 3
Heat modable dual density intuition foam, built taller for additional support, flexibility, and heel hold
Elite Fit
Level 4
Energy foam with heat moldable intuition foam, reinforced harness built taller for ultimate support and heel hold, and customizable boot flex inserts
Level 1
Molded footbed
Level 2
Molded footbed with heel cradle and arch support
Level 3
Molded Evolution Foam with heel cradle, arch support and heel cushioning
Level 4
Molded Energy Foam with heel cradle and customziable adaptive arch support
TM-TWO JONES XLT reviews (3)
Overall rating
Average rating: 5 stars
Average rating: 5 starsERkan 4/20/18 Calgary, AB, Canada
Average rating: 5 starsOMS 1/2/18 The Mitten
Dope boot that rips!
Average rating: 5 starsPistenpaule 11/9/17 Hamburg
Fu***** awesome Boots!


text:
browser and refresh the page. Click here for instructions.
Andy Gilbert is a former owner and operator of Adon Farms Operations, LLC, a 1250 cow dairy operation that also grows grain corn, Adon Farms Real Estate Holdings, LLC, and Parishville Sand & Gravel, all located in Potsdam, New York. He is a member and former chair of Farm Credit East, ACA and is a former director of The Farm Credit Council. He serves on the St. Lawrence County Development Study Advisory Board.
He joined the CoBank board in 2016 and is a member of the Risk Committee.
Mr. Gilbert earned a bachelor's degree from Cornell University.
Events & Meetings
About CoBank
Newsroom & Financials
Leasing Portal
Products & Services
Fraud and Security
Contact Us
Site Map
Conditions of Use
National Office: CoBank 6340 S. Fiddlers Green Circle, Greenwood Village, CO 80111 800-542-8072
©2018 CoBank. All Rights Reserved. Privacy Policy and
Conditions of Use. Farm Credit is an Equal Housing Lender, and an Equal Credit Opportunity Lender
CoBank Code of Ethics | Confidential Hotline 1-888-525-5391 or online at www.reportlineweb.com/cobank
You are now leaving CoBank.com. This link is provided solely as a convenience to you. If you use this link, you will leave this site and our Privacy Policy is no longer in effect. CoBank is not responsible for, and assumes no liability associated with, the practices employed by third party Web site owners.


text:
April 28, 2017
0 Comments
Categories: Advocacy, FDA News, Health and Wellness
Science March (in April) This last Saturday tens of thousands of physicians, scientists and policymakers raised signs and voices at Marches for Science in Washington DC, New York City, Los Angeles, San Diego, Chicago and other cities among some 610...
April 3, 2017
0 Comments
Categories: Advocacy, Communications, Healthcare, Patient Communications
No company wants to be seen as uncaring, least of all in the healthcare space. Clients I've supported in this sector are often passionate about their mission to bring new and better treatment options to patients. But companies' intentions may...
January 18, 2017
0 Comments
Categories: Advocacy
As a source of human suffering, a barrier to workplace productivity, a burden on families and a driver of medical costs, mental illness amounts to an unparalleled public health crisis. Fortunately, there's an abundance of smart thinking on how to improve...
December 15, 2016
0 Comments
Categories: Advocacy, Communications, Digital and Social Media, News Media
Most of us are guilty of flipping through the supermarket tabloids at the checkout line, being drawn in by the controversial headlines that blur the boundaries of true media reporting. Certain media outlets have taken liberties with news reporting for...
December 6, 2016
0 Comments
Categories: Advocacy, Change Engagement, Communications, Creativity
Last month we shared the "Top four tips for selecting an influencer." With this advice in mind, I wanted to share a few of the Allidura team's favorites as well! Jessica Seinfeld Allidura's Jessica Birardi is a fan of another Jessica...
November 14, 2016
0 Comments
Categories: Advocacy, Communications, Global Healthcare, Healthcare
Earlier this month I had the privilege of attending the 2016 Healthcare Business Women's Association (HBA) annual conference in St. Louis Missouri along with several other amazing and accomplished women from our inVentiv family. This was my first time at...
November 8, 2016
0 Comments
Categories: Advocacy, Communications, Digital and Social Media
During a panel on "The Evolution of Influence" hosted by The Infatuation I was struck by a statement from panelist Karen Robinovitz, Chief Creative Officer of Digital Brand Architects: "Finding the right influencer for your brand is like finding an...
October 5, 2016
0 Comments
Categories: Advocacy, Patient Communications
With substantial funding from the Patient-Centered Outcomes Research Institute (PCORI), an important new study is underway exploring whether systematic collection of patient-reported outcomes (PROs) during cancer treatment results in better care. The size of the grant – $5.43 million over...
October 4, 2016
0 Comments
Categories: Advocacy, Health, Health and Wellness, Health Policy and Access, Healthcare, Patient Communications
We're back with another edition of Beltway Buzz straight from our nation's capital! This month we took a field trip to the Newseum for an event hosted by The Hill, a political newspaper published in DC, entitled Access to Care:...
July 13, 2016
0 Comments
Categories: Advocacy, Creativity
Last month, MCON was held in Washington, DC. It was a gathering of leaders, activists and social entrepreneurs acting and finding creative solutions to social issues. The conference spanned topics from entrepreneurship to exploration, from social justice to creativity, and...


text:
It was a wonderful day out today! The prefect day to learn something new about tea, and for me to write a new blog post! I also have my cat Cricket and my roommates cat Lefty here too for moral support!
If you have ever gone to a grocery store and looked at all the different types of tea there are available in tea bags, then you can imagine how many different types of loose leaf tea there are! Well to be exact, there are 6 main types of tea. They are all classified differently because of the times of when they are harvested and what happens after that too.
The first two types of tea are probably the most popular.
The first—
Green Tea
Green tea is wonderful tea. Not my personal favorite, but I've always had the mindset that Green tea is the healthiest out of all teas (not completely true). So what makes Green tea different than say… black tea (which we will talk about next)?
Side note/fact oxidation is the chemical reaction of tea leaves withering and/or dying after it has been picked. Just like if you pick a flower and don't stick it in water then it will start to oxidize and then die.
With green tea, you cannot let the leaves oxidize at all. They need to pick and dried right away! This allows all of the good stuff associated with what makes Green tea healthiest to still be. When oxidation happens a lot of those nutrients start to disappear.
Black Tea ❤
My personal favorite! Black tea is essentially the opposite of Green Tea. Black tea is oxidized for a while allowing the leaves to "ripen" which adds a deeper taste. It is like fermentation for tea. Different tea growers will allow the tea leaves to oxidize for different amounts of time for different tastes!
Oolong Tea
This is the happy middle between Black and White teas. If it is closer to the less oxidized end near green tea it would be a "green style" Oolong. If it's closer to Black tea end then it would be considered "amber style" Oolong.
White Tea
White tea is a very unique tea compared to the others. White tea leaves are picked before the leaf buds are open all the way. It allows the leaves to still have the tiny hairs on them. After the leaves are picked they are very quickly dried. This tea is pretty expensive and not the most popular. However, there are claims that white time has 3x more antioxidants than the other teas.
Flavored Tea
Not to shock anyone, but you cannot grow flavored tea like Mango Green tea. Flavored tea is mostly black tea's that are just soaked in different flavors both natural and artificial. There are some really unique flavors out there, but my Mom's favorite flavored tea is Orange Spice. It is very delicious.
Herbal Tea
Guess what? No really guess! Herbal tea isn't really tea! J Herbals are made from herbs, seeds, flowers, roots, etc. They are usually mixed together to make really great tasting herbal bend. These are more popular in the Eastern countries.
Now you are semi-well educated on the different types of teas, go out and get some of each kind and do a little tea tasting! It is really fun. You could always turn it into a tea party and invite your fellow tea lovers.
I hope everyone enjoyed their weekend!


text:
Members of SCUL, Somerville's long-term friendly chopper bicycle nerd gang, will be collaborating with the Somerville Arts Council to present you this ArtsUnion event. Working with local artists and performers in the Greater Somerville area, we are excited to present you the 2012 edition of this well-loved outdoor dance party: Meet Under McGrath.
We cordially invite you to this fabulous dance party made possible by local talents. Join us outdoors, rain or shine, under McGrath Highway for a night of fun!
This year's theme will be: SPACE. We welcome costumes and props related to planets, stars, astronauts, rockets, spaceships, robots, aliens and more! Too busy to get all dressed up? Just wear your dancing shoes and come boogie.


text:
2017 Chrysler Aspen Release Date, Price
Indeed, even thus, much the same as the Kia Borrego, the best possible time because of the uncovering was awful and did shamefully all through the business. Regardless Athletics power vehicles are for the most part well known amid those times, making petrol rates alongside other outside commercial center circumstances held buyers aside top to the cessation over the span of 2009.
2017 Chrysler Aspen Exterior
|2017 Chrysler Aspen Release Date, Price
Outside and inside specs keep on being unidentified in the time. Before Aspen models are by and large as delineated by each one of the Keep far from Durango in which the new form is assessed to stick to. In accordance with bits of gossip, the freshest piece will have an impressively less forceful outside. It's going to more probable be designed with light-weight segments which change into a far less heavy question which may be a mess significantly more gas profitable by having a helped execution.
The latest 2017 Chrysler Aspen Concept will serve all around 8 vacationers which recommends it's going to more than likely any longer and also join an extensively lengthier wheelbase than its forerunner. Latest innovations can likewise be utilized to build up its places inside your body like its front side lights and taillights which will property Guided brightening. Right in front, the SUV will without a doubt consolidate another grille alongside a re-outlined bumper.
2017 Chrysler Aspen Interior
Chrysler will get the third column of seats inside the Aspen's lodge. The most recent lodge will be fundamentally exceptional from your antecedent model. The SUV's lodge can supply a generous district every single for vacationers and cargo.
|2017 Chrysler Aspen Release Date, Price
Lessened clasp varieties will most likely be upholstered in finest magnificent material whilst improved trims will property calfskin organized home furniture. Think to discover a re-made dash load up and devices bunch with cutting edge time qualities. Clinical abilities which incorporate Wireless remote bluetooth and Wi-Fi association, Mobile telephone fuse, AUX and Universal serial transport ports can likewise be highlighted.
The vehicle may likewise incorporate a contemporary time infotainment technique with tremendous touchscreen show present alongside a best excellent conventional acoustic system will definitely quality. And in addition more noteworthy security sacks for every single individual, trust a large number of efforts to establish safety and voyaging an auto helps.
2017 Chrysler Aspen Engine, HorsePower
The 2017 Chrysler Aspen will accompany new motors. Not at all like past model which was controlled by vast V8, new one will accompany more productive V6 variations. As per a few reports, base model will be controlled with 3.2 liter motor, which has max yield of 271 torque. The 2017 Aspen will be likewise accessible with greater 3.6 liter motor, which will give and yield of around 300 pull.
2017 Chrysler Aspen will be the future suv models are currently starting to be declared as the new era of Chrysler SUV, this vehicle would be required to have propelled innovation and remarkable execution, Rumors say this model will be outfitted with a few choices Pentastar motor that forces is doubtlessly, the likelihood Pentastar motor that will be utilized on the 2017 Chrysler Aspen is the motor Pentastar 3.2-liter V6 that has a quality of around 271 pull, and motor Pentastar 3.6-liter V6 that produces roughly 305 strength yield, expected This auto likewise does not leave the decision of a half breed motor that will give fuel utilization better, and enhanced efficiency better, this auto will have a standard FWD and AWD renditions as discretionary on the 2017 Chrysler SUV.
2017 Chrysler Aspen Release Date, Price
|2017 Chrysler Aspen Release Date, Price
It is a long way from particular in the event that the stock will probably be propelled in the business sector. In any case, in view of bits of gossip, the variety will hit dealerships not long after 2016 or in early stages 2017. The cost is yet another issue these days however the vehicle is most likely going to begin at about $ 30 000 MSRP.


text:
Sunday, 30 November 2014
Cape Town Saturday Market, Bothasig, 6 December 2014
Make use of this opportunity to Meet the Healing Oil Products Team
Venue: Bothasig Community Hall Market, Link Road (behind Super Plants) near Century City, Cape Town
Date: Next Saturday, 6 December 2014
Time: 10am to 4pm
Entry: R5 per person
The full range of Axhilirit and Rejuvinit products will be for sale.
Come visit, give feedback, ask questions or browse for strictly South African, hand made and locally produced unique Xmas goodies,
Coffee, cake and savory foods are always available.
Subscribe to: Post Comments (Atom)


text:
- Jimmy Osmond
Updates from Jimmy Osmond, entertainer and owner of the Andy Williams Performing Arts Center & Theatre in Branson, MO
Saturday, May 6, 2017
Jimmy Osmond...Follow me on Instagram!
If you read my previous post, you saw that I have quite an adventurous summer ahead. I thought it might be fun to take you through the craziness with me, so I plan to share a lot of photos on my Instagram. Be sure to follow me! :-)
4 comments:
cannot wait to see all the photos of your crazy adventure! :) xReplyDelete
I'm looking forward to seeing all your photo's Jimmy xx :-)ReplyDelete
This comment has been removed by the author.ReplyDelete
follow back jimmy , ill always suppport u til death !! https://www.instagram.com/mrstomlinsonosmondmccartney/ :) xReplyDelete
Subscribe to: Post Comments (Atom)